California Whistleblower Retaliation Attorney
Protecting Employees. Holding Employers Accountable.
- No upfront costs; pay only when you win
- 100% confidential consultations
- Available 24/7 to answer your questions
- Protection against retaliation for asserting workplace rights
- Experience handling cases while you’re still employed
100% confidential. Your information is private and secure.
Whistleblower Protections in California
If you’ve been terminated or retaliated against for raising concerns about workplace health or safety issues, fraudulent business practices, or violations of federal, state, or local law, you may be entitled to protection as a whistleblower under California Labor Code Section 1102.5.
What the Law Says
California law prohibits employers from retaliating against employees who:
- Disclose information about suspected illegal activity
- Report violations of laws, rules, or regulations
- Report concerns to a supervisor, manager, or other person with authority to investigate or correct the violation
You’re protected even if:
- You only have reasonable cause to believe a violation occurred (you don’t need proof)
- Reporting the issue is not part of your job duties
Federal Protections Also Apply
Employees who report illegal workplace activity are also protected by federal whistleblower laws designed to encourage the identification of illegal conduct without fear of retaliation.
If you’ve been fired, demoted, or punished for reporting illegal activity, contact Victory Law Group for a confidential consultation.
What You Need to Prove in a Retaliation Claim
To file a retaliation claim, you need to show that your employer took an “adverse employment action” against you.
What Is an “Adverse Employment Action”?
An adverse employment action is any employer decision that significantly and negatively impacts your:
- Job performance
- Opportunities for advancement or promotion
- Compensation or benefits
- Job status
Common Examples Include:
- Termination or firing
- Failure to hire or promote
- Demotion
- Reduction in salary or hours
- Significant loss of benefits
- Unfavorable job reassignment
If your employer took any of these actions against you after you engaged in protected activity—such as reporting discrimination, harassment, or illegal conduct—you may have a retaliation claim.
Contact Victory Law Group for a confidential consultation.
Thinking About Reporting Illegal Activity? Get Legal Advice First
Before reporting illegal conduct at your workplace, it’s a good idea to speak with an employment attorney to ensure you’re protected by whistleblower laws or similar protections.
We Can Help You Navigate This Situation
If you’ve witnessed your employer engaging in illegal activity and you’re not sure how to handle it, contact Victory Law Group today. As a potential whistleblower, you have rights that need to be protected—and we can help you understand your options and take the right steps.
Contact us for a free, confidential consultation.
Not sure if you have a case? We’ll review your situation for free and explain what compensation you may be entitled to.
Common Questions About Your Workplace Rights in California
We understand you have questions and concerns about what happens next. Here are answers to the most common questions we hear from employees facing workplace issues.
Can my employer fire me for talking to a lawyer?
No. California law prohibits retaliation against employees for consulting with an attorney about workplace issues. Your employer cannot legally fire, demote, or punish you for seeking legal advice or asserting your rights. If retaliation does occur, it may strengthen your case.
How much does it cost to hire an employment attorney?
We work on a contingency fee basis, which means you pay nothing upfront. We only get paid if we successfully recover compensation for you. There’s no financial risk to you for exploring your legal options.
Will my employer find out I contacted you?
Not unless you want them to. Initial consultations are 100% confidential. Your employer will not know you spoke with us unless and until you decide to move forward with a claim or legal action.
How long does an employment case take?
It varies. Some cases settle in a few months, while others may take a year or more if they go to trial. We’ll give you a realistic timeline based on your specific situation and keep you informed at every step.
Do I have to quit my job to pursue a claim?
No. Many of our clients are still employed when they contact us. We handle cases discreetly and can advise you on how to protect your rights while you’re still working.
What if I signed an arbitration agreement or employment contract?
Many employment contracts include arbitration clauses, but that doesn’t mean you’ve waived your rights. We can review your contract and explain how it affects your options.
How do I know if I have a strong case?
The best way to know is to speak with an experienced employment attorney who can evaluate the facts of your situation. We offer free, confidential consultations to help you understand whether you have a viable claim.
Still have questions? We’re happy to answer them during your free consultation. No pressure. No obligation.